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Article
Publication date: 16 January 2019

Abubakr Suliman, A. Srinivasa Rao and Tamer Elewa

Various research studies have been carried out to study Chief Executive Officers’ (CEOs’) transformational leadership in driving organizational performance and success…

1525

Abstract

Purpose

Various research studies have been carried out to study Chief Executive Officers’ (CEOs’) transformational leadership in driving organizational performance and success. Evidence shows that few studies were carried out on CEO transformational leadership and top management team (TMT) performance in Gulf Cooperation Council (GCC) region. Thus, this study aims to provide a unique contribution and the first of its kind to examine the CEO leadership–TMT performance link across GCC countries.

Design/methodology/approach

In this study, the researchers approached 500 employees and 30 CEOs working in 30 different organizations operating in the GCC countries. The firms were selected conveniently from different industries located in the UAE, Saudi Arabia, Kuwait, Oman and Bahrain. The researchers used the PASW (SPSS) program to analyze the data.

Findings

The findings show that psychological empowerment has no significant role in moderating the transformational leadership – TMT performance relationship. Internal support for innovation plays a significant role in mediating the relationship between transformational leadership and TMT performance.

Research limitations/implications

The present study has not examined the behavioral aspects of CEO followers. Future research may study behavioral characteristics of the entire TMT.

Originality/value

This study contributes to body of research that identifies CEO transactional leadership as perceived by the followers was found to be more important in predicting TMT performance than transformational leadership in the context of organizations located in GCC countries. Managerial implications and future research areas are further discussed.

Details

Measuring Business Excellence, vol. 23 no. 1
Type: Research Article
ISSN: 1368-3047

Keywords

Article
Publication date: 21 October 2013

Abubakr Suliman

The purpose of this paper to aim at exploring the links between employees’ perceptions of distributive, procedural and interactional justice on one hand and innovation…

1656

Abstract

Purpose

The purpose of this paper to aim at exploring the links between employees’ perceptions of distributive, procedural and interactional justice on one hand and innovation climate and readiness to innovate on the other hand. The role of innovation climate in predicting readiness to innovate is also examined. Further, the study attempts to test the mediating role of innovation climate in justice-readiness to innovate relationship.

Design/methodology/approach

This paper aims at exploring the links between employees’ perceptions of distributive, procedural and interactional justice on one hand and innovation climate and readiness to innovate on the other hand. The role of innovation climate in predicting readiness to innovate is also examined. Further, the study attempts to test the mediating role of innovation climate in justice-readiness to innovate relationship.

Findings

The findings revealed that perception of justice played a key role in employees’ perception of innovation climate. Innovation climate was found to be positively and significantly related to readiness to innovate. Employees’ readiness to try new ways of doing things and question the existing habits of the work tended to show significant and positive relationship to organizational justice. Innovation climate played a significant yet a partial role in mediating the link between justice and readiness to innovate.

Research limitations/implications

The sample represented only governmental sector and only one emirate of the UAE's seven emirates. The implications of the findings for researchers together with some future guidelines are discussed in the paper.

Practical implications

The paper provides practitioners with some advice about understanding and managing justice and innovation.

Originality/value

The paper is the first study in the UAE and the Middle East that examines the links between justice, innovation climate and readiness to innovate.

Details

Journal of Management Development, vol. 32 no. 9
Type: Research Article
ISSN: 0262-1711

Keywords

Article
Publication date: 26 July 2013

Abubakr Suliman and Bader Al Harethi

The purpose of this paper is to examine the potential relationships between perceived work climate and work performance in security organizations. Furthermore, the…

1518

Abstract

Purpose

The purpose of this paper is to examine the potential relationships between perceived work climate and work performance in security organizations. Furthermore, the relationship of various factors related to work climate and work performance are studied and investigated.

Design/methodology/approach

The data was collected from a public security organization in the UAE. Using a self‐managed questionnaire, a sample of 500 full‐time employees was surveyed – randomly selected from top, middle and lower level of management.

Findings

The results show that organizational climate and its components significantly predict work performance and its factors.

Practical implications

The theoretical and managerial implications of the findings are discussed in the paper, together with some recommendations for managing work climate and performance in security organizations.

Originality/value

The paper examines the links between climate and performance for the first time in public security organizations in the UAE and the Arabic context.

Details

Transforming Government: People, Process and Policy, vol. 7 no. 3
Type: Research Article
ISSN: 1750-6166

Keywords

Article
Publication date: 1 August 2000

Abubakr Suliman and Paul Iles

This paper explores the multifaceted nature of commitment in three industrial firms in Jordan. Furthermore, the study investigates the nature of organizational commitment…

7413

Abstract

This paper explores the multifaceted nature of commitment in three industrial firms in Jordan. Furthermore, the study investigates the nature of organizational commitment using employees’ job performance and five demographic variables. The results confirm that organizational commitment is a three‐dimensional concept. The findings also uncover positive relationships between the global form of commitment and its three components on one hand, and job performance on the other hand. Moreover, organizational commitment and its three dimensions present positive and negative relationships with age, sex, education, job status, and organizational tenure variables. Implications for our understanding of the role of organizational commitment in the Middle East are also discussed.

Details

Journal of Managerial Psychology, vol. 15 no. 5
Type: Research Article
ISSN: 0268-3946

Keywords

Article
Publication date: 9 January 2007

Abubakr M. Suliman and Fuad N. Al‐Shaikh

This paper aims at exploring, for the first time in the Arab World, the role of emotional intelligence (EI) in affecting work outcomes.

11644

Abstract

Purpose

This paper aims at exploring, for the first time in the Arab World, the role of emotional intelligence (EI) in affecting work outcomes.

Design/methodology/approach

A self‐administered questionnaire was used to survey 500 employees from 19 organizations in the United Arab Emirates. The findings are discussed in the paper along with some recommendations for managers and researchers.

Findings

The results revealed significant differences between employees' perceptions of emotional intelligence, conflict and readiness to create and innovate.

Research limitations/implications

The sample represented only financial and service sectors. The implications of the findings for researchers together with some future guidelines are discussed in the paper.

Practical implications

The paper provides practitioners with some advice about understanding and managing climate and conflict.

Originality/value

The paper is the first study in the Middle Eastern context that explores the link between the multifaceted concepts of EI, satisfaction and performance.

Details

Employee Relations, vol. 29 no. 2
Type: Research Article
ISSN: 0142-5455

Keywords

Article
Publication date: 1 February 2000

Abubakr M. Suliman and Paul A. Iles

Examines the validity and reliability of affective, continuance and normative commitment in the Jordanian context. Using a self‐administered questionnaire, 1,000 employees…

2628

Abstract

Examines the validity and reliability of affective, continuance and normative commitment in the Jordanian context. Using a self‐administered questionnaire, 1,000 employees were surveyed. The study questionnaire was piloted in three industrial firms before being used in the main study. The results from the pilot and main studies reveal that of the three dimensions mentioned above, two are prevalent in the Jordanian work environment, namely: the affective and continuance commitments. The existence of normative commitment in the Jordanian work setting is not supported by the findings of the study. Implications for our understanding of commitment’s role in Jordan and other Arab countries are also discussed in the paper.

Details

Journal of Management Development, vol. 19 no. 1
Type: Research Article
ISSN: 0262-1711

Keywords

Article
Publication date: 1 April 2002

Abubakr M.T. Suliman

This paper aims at exploring the mediating role of organizational commitment that continues to be one of the most controversial issues in HRM. Using a self‐administered…

4179

Abstract

This paper aims at exploring the mediating role of organizational commitment that continues to be one of the most controversial issues in HRM. Using a self‐administered questionnaire, 1,000 employees from 20 industrial companies were randomly selected and surveyed in order to examine this mediating role. The results revealed that organizational commitment and its two factors (normative and continuance commitment) play different roles in mediating the relationship between perceived work climate and performance, as rated by the employees themselves and their immediate supervisors. The implications of the results for both managers and researchers are also discussed in the paper.

Details

Journal of Management Development, vol. 21 no. 3
Type: Research Article
ISSN: 0262-1711

Keywords

Article
Publication date: 1 August 2003

Abubakr Mohyeldin Tahir Suliman

This paper aims at exploring the relationship between self‐rated performance and immediate‐supervisor rated performance in the United Arab Emirates. A sample of 1,285…

2991

Abstract

This paper aims at exploring the relationship between self‐rated performance and immediate‐supervisor rated performance in the United Arab Emirates. A sample of 1,285 participants‐ employees and managers‐ were surveyed using self‐administered questionnaire. The results revealed a clear gap between employees’ perceptions of their performance and their managers’ perceptions. The implications of the results for both managers and researchers are also discussed in the paper.

Details

Employee Relations, vol. 25 no. 4
Type: Research Article
ISSN: 0142-5455

Keywords

Article
Publication date: 22 November 2011

Abubakr M. Suliman and Hanan Al Obaidli

The purpose of this paper is to examine the nature, strength and significance of the links between organizational climate and employee turnover.

3009

Abstract

Purpose

The purpose of this paper is to examine the nature, strength and significance of the links between organizational climate and employee turnover.

Design/methodology/approach

Using a self‐administered questionnaire, 70 employees from an Islamic bank were surveyed in order to examine the five main hypotheses of the study.

Findings

The study results revealed that employees' perceptions of corporate climate plays a significant role in the rate of staff turnover. Organizational justice, as a component of corporate climate, found to be the most important factor in explaining the variance in employee turnover.

Practical implications

The theoretical and managerial implications of the findings are discussed in the paper, together with some recommendations for managing corporate climate and turnover in today's diverse work teams and environments.

Originality/value

The paper examines the links between organizational climate and employee turnover for the first time, to the authors' knowledge, in the UAE and the Arabic context.

Details

International Journal of Islamic and Middle Eastern Finance and Management, vol. 4 no. 4
Type: Research Article
ISSN: 1753-8394

Keywords

Article
Publication date: 1 January 2013

Abubakr Suliman and Majid Al Kathairi

The purpose of this paper is to examine the potential links between organizational justice, organizational commitment (employees’ loyalty) and job performance in a…

4959

Abstract

Purpose

The purpose of this paper is to examine the potential links between organizational justice, organizational commitment (employees’ loyalty) and job performance in a developing country. It also focuses on the experiences and perceptions of fairness/justice in the workplace, and how such perceptions predict organizational commitment and job performance.

Design/methodology/approach

A survey was conducted in an organizational setting composed of three government organizations. The sample comprises 500 full‐time employees. The data were collected through a self‐administered questionnaire and analyzed using SPSS.

Findings

The findings show that organizational justice (procedural, interactional) is positively and significantly correlated with affective and continuance commitment as well as with job performance. In addition, the result of the statistical forms support the moderating effect of affective and continuance commitment of high job performance.

Research limitations/implications

The sample represented only governmental sector and only one emirate of the UAE's seven emirates. The implications of the findings for researchers together with some future guidelines are discussed in the paper.

Practical implications

The paper provides practitioners with some advice about understanding and managing justice, commitment and work performance.

Originality/value

The paper is the first study in the UAE and the Middle East that examines the links between justice, commitment and performance in state‐owned organisations.

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